How to effectively deal with employee turnover during the Spring Festival

Resignation after the Spring Festival is mainly due to the consideration of interests and timing, especially the interests. With the CPI index of 20 1 1 growing steadily, if the personal salary growth rate of employees is not higher than 15%, there will be no salary adjustment effect, and the starting salary of fresh graduates of 20 1 1 is also outstanding. Employees who have worked hard for a year are expecting the year-end bonus figures to surprise them, but when they really see them, they are mixed. If they and their colleagues in the same industry take out the year-end awards to bask in the sun, a few people will be enthusiastic about their interests and then plan to resign. In view of the problem of employees leaving after the Spring Festival, no matter what kind of emotional cards are played to impress them to give up the idea of leaving, it is too late to communicate with them, especially for key employees, whose departure will have an impact on the whole team. In order not to make up for it, enterprises can do a good job in the following aspects and effectively deal with the problem of employee turnover after the Spring Festival. 1. Enterprises make full use of annual performance appraisal. At the end of the year, enterprises are fully prepared for the annual performance appraisal. After the assessment scores are counted, before the bonus is distributed, employees are divided into four categories: backbone employees, good employees, ordinary employees and employees whose work needs to be improved. Key employees are the most noteworthy group in the current enterprise development, and they should be given corresponding bonus distribution and future position promotion consideration. Even if you can't keep the backbone employees, you should break up with them amicably. In the future, some backbone employees may return to the enterprise, so that there will be room for each other. Employees who develop outside will also recommend outstanding employees to the enterprise in time, which is also good for the enterprise. Good and average employees are the backbone of future development, the group with the greatest potential for improving work performance, and the group most likely to leave after the Spring Festival. During the performance interview, collect their thoughts in time, affirm their work performance in the past year, and the department head helps them make a prospect for the next year's work plan; For employees whose work needs to be improved, we should listen to their ideas patiently and pay attention to them in time after giving them suggestions for improving their work. In short, when conducting annual performance interviews, the employing department can fully communicate with employees, grasp their ideological changes in time, understand their career development plans, give some views on the enterprise and their own development, and actively guide employees' emotions, so as to find out employees' turnover tendency in time and find out corresponding solutions quickly. At the same time, employees also have the opportunity to complain about their performance. Through performance appraisal, employees have a sense of belonging to work on the enterprise platform and get more attention and recognition. 2. Perfection and long-term incentive of enterprise welfare In addition to the traditional five insurances and one fund, telephone and food subsidies, the "special benefits" provided by the company, such as free parking spaces, issuance of various shopping cards, commercial supplementary insurance, dinners for employees' families, improvement of trade unions and regular organization of activities, can also gather employees' hearts in peacetime. Although the shopping card quota of several hundred yuan on holidays is not very high, it will give employees a little surprise and make them happier than panning for gold. In addition to these special benefits, long-term incentive policies such as equity, options and employees' access to university training opportunities are necessary policies for enterprises to retain talents for a long time. The combined use of these benefits and policies reflects the market differences in training development and salary and welfare structure of enterprises. Will enterprises with these benefits resign on a large scale after the Spring Festival? 3. year-end bonus payment arrangement Some enterprises are used to paying annual bonuses in one lump sum before the Spring Festival. This short-term incentive mechanism is not conducive to retaining employees. Often, employees will plan to change jobs with bonuses in their pockets. Enterprises can pay bonuses in batches in time to avoid the artificial turnover peak and give the employing department more time to adjust the staffing plan for the new year. Reduce the impact of employee turnover on the overall business progress, and at the same time, the human resources department has also obtained enough time to recruit personnel and spread the risks brought by centralized employee turnover. Author Rebecca, recruitment supervisor of Hanergy Holding Group Headquarters, has worked in human resources for 5 years and is familiar with human resources recruitment and salary module.